On May 18, 2016, the U.S. Department of Labor (DOL) issued new final overtime regulations that would have affected all U.S. employers subject to the FLSA. These revisions, which were to become effective on December 1, 2016, included a number of sweeping changes to the current overtime exemptions, including significant increases to the minimum salary that employees must be paid to be considered exempt under the executive, administrative, and professional exemptions. However, on November 22, 2016, a federal court in Texas issued a nationwide temporary injunction that blocked the regulations from going into effect. The issuance of the temporary injunction is now on appeal to the U.S. Court of Appeals for the Fifth Circuit. Ogletree Deakins’ Overtime Solutions Center is intended to provide the latest news concerning the overtime regulations and to provide additional resources for employers in this important area.
Download Ogletree Deakins' guide for employers assessing exempt status under the new guidelines here.